Thank you for your interest in working with us at Community Land Scotland.
We would like to make sure that you have the best recruitment experience possible. Here is some handy information about applying for a role.
Blind Recruitment
Our Approach to Blind Recruitment
We use a blind recruitment process to help reduce unconscious bias and support greater diversity and inclusion in our hiring.
Blind recruitment means removing identifying information — such as your name, contact details and other personal data — from your application before it is reviewed by the shortlisting panel. This ensures that all applications are assessed solely on how well they meet the Key and Essential Criteria outlined in the job description.
To support this approach, we use an online application form instead of accepting CVs or supporting statements. After you submit your form, your application is anonymised before being shared with the shortlisting panel.
Filling in the application form
Before you begin your application, carefully read the Job Description and Person Specification. These documents outline exactly what we’re looking for, with particular emphasis on the Essential and Desired Criteria in the Person Specification.
The application form includes two narrative sections where you can demonstrate how your skills, knowledge, and experience align with the criteria for the role. It’s important to use these sections to provide clear, specific examples. Wherever possible, draw a direct line between your experience and the Essential and Desired Criteria.
If you’d like to review the questions included in the application form before completing it online, you can view them here.
As our recruitment process is anonymised, we do not accept supporting statements or CVs. All relevant information must be provided through the application form.
Testing
Some roles need all applicants to take online tests. For these roles, details will be included in the job description.
After the closing date
Once the application deadline has passed, all applications are anonymised. A shortlisting panel — usually made up of Community Land Scotland board and staff members — reviews and scores each application based on the Key and Essential Criteria outlined in the job description. The Essential Criteria carry slightly more weight in the scoring process.
Applicants with the highest scores are shortlisted and invited to interview.
We will contact all applicants to let them know whether or not they have been shortlisted.
Interview dates are provided in the job advertisement. If you are selected for interview, we will contact you by phone to offer available time slots, followed by a confirmation email.
Please note: Due to the high volume of applications we receive, we are unfortunately unable to provide individual feedback to applicants who are not shortlisted.
Interview
Interviews are conducted by a small panel, typically including the hiring manager for the role, a member of the Community Land Scotland board, and possibly one other staff member. You will be informed of the panel members when you are invited to interview.
To ensure a fair and consistent process, all candidates are asked the same set of questions. When you receive your interview invitation, you will also be sent a list of topics that will be covered to help you prepare.
Interviews may take place either online or in person in Glasgow. Full details will be provided in the job advertisement.
After the interview
If you are successful at the interview, the hiring manager will contact you by phone to make you a verbal offer. At this point they will ask you for two references.
We recommend that you have contacted these references in advance to let them know we will be contacting them – we find this speeds up the process.
Once your reference checks are complete, you will be sent a contract and offer letter, and details about onboarding.
If you were unsuccessful at interview, you will be contacted by email to notify you.